AI and financial modelling to drive 2026 finance hiring in Australia
Australian finance teams are gearing up for a hiring cycle anchored in data, modelling, and automation. New research from Robert Half shows the strongest demand in 2026 will cluster around financial modelling and AI-driven roles, alongside steady needs in reporting, tax, and core accounting.
The survey captured insights from 200 finance and accounting hiring managers across SMEs, large private companies, listed groups, and the public sector. The message is clear: teams are being built to deliver insight at speed and automate what can be automated.
Where the jobs will be
- Financial modelling: 30%
- AI and automation: 29%
- Financial reporting: 26%
- Accounting operations: 25%
- Taxation: 22%
- Budgeting: 20%
- Leadership and management: 19%
- Risk and compliance: 18%
- Systems and software transformation: 17%
- Regulatory filings: 16%
- FP&A: 12%
- Big data: 12%
What this means for finance leaders
Hiring isn't tilting one way. It's a blend of traditional disciplines and tech-forward roles. That means permanent and contract demand will both stay active as teams modernise processes and deal with changing standards.
The common thread: professionals who combine strong accounting fundamentals with data literacy and automation fluency will have an edge. Finance sits closer to decision-making, with modelling, automation, and reporting now tightly linked to forecasting, scenario work, and performance analysis. For ongoing studies and sector-specific findings on AI applications and modelling, see AI Research.
Skills that will stand out in 2026
- Modelling depth: building and stress-testing complex models; sensitivity and scenario analysis that leaders can trust.
- Automation fluency: exposure to AI tools, RPA, and workflow orchestration for transaction processing, reconciliations, and compliance checks.
- Data stack capability: Excel at an advanced level plus SQL, Python, and BI tools for faster analysis and cleaner data.
- Reporting craft: IFRS/AASB knowledge, month-end discipline, and clear storytelling that compresses time to insight.
- Controls, risk, and compliance: data governance, segregation of duties in automated environments, and audit-ready documentation.
- Change leadership: ability to guide teams through system upgrades and process redesign without slowing BAU.
Practical steps to prepare
- Map your finance workflows and mark candidates for automation (AP, AR, reconciliations, journal entries, variance analysis).
- Standardise data definitions and build a single source of truth before layering tools on top.
- Upskill your team on modelling, SQL/Python, and BI; pair this with refresher training on reporting and tax updates and consider structured programs like the AI Learning Path for Training & Development Managers.
- Pilot one automation use case per quarter and track saved hours, error rates, and audit impacts.
- Hire for learning velocity and cross-function communication as much as technical skill.
- Blend permanent hires for core control/reporting with contractors for transformation and peak periods.
- Tighten controls around AI usage: access, approvals, data privacy, and output validation.
Risk, compliance, and reporting remain non-negotiable
Despite the excitement around AI, hiring managers still rate reporting, tax, budgeting, and regulatory filings as critical needs. Evolving standards and regulatory scrutiny keep experienced accountants, controllers, and reporting specialists in strong demand.
Risk and compliance roles are also in focus as companies adopt new tech across finance. Data governance, model risk, and control design are now part of day-to-day operations, not an afterthought.
How hiring is shifting
Finance teams are becoming multi-disciplinary. Technical proficiency is a must, but so is adaptability. As one senior leader at Robert Half noted, employers want professionals who can work across data and automation to deliver insights, streamline processes, and support strategic decisions.
The takeaway for 2026: build agile teams that keep pace with regulatory pressure while upgrading systems and skills. Organisations offering learning pathways, flexibility, and meaningful work will win the talent they need.
About the study
Findings are based on a Robert Half survey of 200 Australian finance and accounting hiring managers across private, listed, SME, and public sector organisations. The study is part of a wider international review of job trends, talent management, and workplace change.
Resources
Your membership also unlocks:
